7.6% of top corporate earners are women
14.4% of executive officer positions are held by women
3% of CEOs at Fortune 500 companies are women
In the C-suite, women are outnumbered 4 to 1
7.6% of Fortune 500 top earner positions are held by women

Women with a sponsor/patron are more likely to ask for help in closing a business deal, landing a job or new role

Women do not naturally build their professional network with people who will help them advance their career – a sponsor or patron will help them change this dynamic within their network

Who you know is more important than what you know for multiple outcomes including innovation and career success

Networks and sponsors give access to special assignments, exposure opportunities, open doors and engage participants

Our program leverages the best of sponsorship programs, and removes any concerns participants have about asking for a sponsor, or being turned down when asking for support.

The HR/talent group selects Protégées and potential Patrons

A kick off session will cover the differences between mentoring relationships and the Patron/Protégée Program and the goals of the program – and answer any questions

Patrons (senior leaders) are assigned to support a woman Protégée who can be a person they know or someone who is assigned from the Protégée group

While the program is high touch, the time commitment from Patrons is 10- 12 hours per year and it can be done completely virtually if needed

Quarterly assignments and meetings with Patron/Protégée pairs follow a specific recommended agenda with development exercises provided in advance of meetings – maximizing everyone’s time and ensuring all pairs move through the program productively

Program Measures of Success

Increased engagement, retention, rotation and advancement of Protégés

Positive qualitative feedback from Patrons and Protégés

Mindset shift at the executive level regarding importance of being a Patron and understanding women’s issues

Increased women’s representation at top levels

Expected Outcomes Based on Similar Existing Programs

While every company culture is different, and buy-in is required from senior leadership and the talent organization or HR for this program to succeed, the results are well worth the effort.

Program results are tracked over an 18-month period and results begin happening as early as six months from the program start.